This research examined how artificial intelligence (AI) influences the intention to adopt recruitment and selection (R&S) in talent management by integrating the Technology-Organization-Environment framework with the Technology Acceptance Model. The study aimed to clarify the factors that promote and hinder the use of AI in recruitment and selection, particularly in developing countries. A quantitative approach was utilized to collect data from 112 human resource (HR) managers in Vietnam through a structured questionnaire. The measurement model was validated through convergent and discriminant validity, whereas the structural model was analyzed employing Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings showed that perceived usefulness and ease of use significantly influenced the willingness to adopt AI, with ease of use also impacting perceived usefulness. The intention to adopt was significantly influenced by organizational readiness and AI-support policies. The research illustrated the significance of user-focused and organizational aspects in adopting AI and emphasized the contribution of supportive policies in overcoming obstacles. These findings enhance both theoretical understanding and practical application by presenting a detailed framework for AI integration in R&S and delivering practical suggestions for HR professionals, policymakers, and technology suppliers. Future studies may investigate long-term adoption patterns and wider regional contexts.